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HOUSING AUTHORITY EMPLOYEE CORRECTIVE COUNSELING From This form is used as a guide for the supervisor when documenting issues that need attention. When completed, it serves as a written record of

How to fill out corrective counseling form

How to fill out corrective counseling:

1. Start by reviewing the purpose of corrective counseling and understanding the specific issues or behaviors that need improvement. This will provide clarity on the goals and expectations of the counseling session.
2. Gather all relevant information and documentation related to the individual being counseled. This may include performance reviews, incident reports, or any other records that pertain to the issues being addressed.
3. Begin the counseling session by discussing the specific behaviors or performance concerns in a clear and objective manner. It's important to provide specific examples and avoid making personal judgments or assumptions.
4. Engage in open and honest communication with the individual, asking for their perspective and understanding of the situation. Listen actively and empathetically to their concerns and feelings.
5. Collaboratively set goals and develop a plan of action to address the identified issues. This plan should be realistic, specific, and measurable, outlining steps that will help the individual improve their behavior or performance.
6. Provide guidance and support throughout the counseling process, offering constructive feedback and potential solutions. Encourage the individual to take responsibility for their actions and actively participate in their own improvement.
7. Document the counseling session, including the date, time, and a summary of the discussion. It's crucial to be accurate, factual, and objective in this documentation, as it may be used for future reference or in case of any disputes.

Who needs corrective counseling?

1. Employees who are displaying consistent or recurring performance issues that need to be addressed for the benefit of both the individual and the organization.
2. Individuals who have violated company policies or engaged in inappropriate behavior, where counseling can help them understand the impact of their actions and enable them to make positive changes.
3. Employees who may require additional support and guidance to meet the expectations of their role or improve their overall performance.

Remember, every situation and individual being counseled is unique, so it's essential to approach corrective counseling with empathy, professionalism, and a focus on continuous improvement.

For pdfFiller’s FAQs

What is corrective counseling?

Corrective counseling is a disciplinary action taken by an employer to address an employee's performance issues or misconduct. It involves addressing the problem, setting expectations, and providing the employee with an opportunity to improve.

Who is required to file corrective counseling?

Corrective counseling is typically initiated by an employer or supervisor when they identify performance problems or misconduct in an employee's behavior. It is not usually voluntary for the employee, as it is a form of disciplinary action.

How to fill out corrective counseling?

The process of filling out corrective counseling may vary depending on the organization's policies and procedures. Generally, it involves documenting the details of the employee's performance or behavior issue, outlining the expectations for improvement, and providing any necessary actions or trainings. It should also include a plan for follow-up and monitoring the employee's progress.

What is the purpose of corrective counseling?

The purpose of corrective counseling is to address performance problems or misconduct in an employee's behavior and provide them with an opportunity to rectify their actions. It aims to improve the employee's performance, behavior, or adherence to policies and prevent future occurrences of similar issues.

What information must be reported on corrective counseling?

The information reported on corrective counseling usually includes the details of the performance or behavior issue, specific examples or incidents, the expectations for improvement, any consequences for non-compliance, and a plan for follow-up or monitoring. It should be a comprehensive record of the counseling session.

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